|Please describe your firm's policies for summer associates, associates, and/or other non-partner lawyers regarding employment disputes and workplace misconduct
It is important to us that you are treated with consideration, respect, and fairness. However, as in any organization, differences of opinion over work matters may occasionally arise. We know the importance of an open and fair method of resolving complaints and answering questions and encourage you to bring to the attention of management any complaints about work-related situations.
We strive to create a climate in which free and open discussion of problems or concerns may take place. The first person to approach in solving any problem is the person with whom you are having the problem. If this does not resolve the situation, or you are uncomfortable raising the issue directly with that person or other persons involved, you should raise it with HR or Risk Partner. If your problem is with HR or Risk Partner, or you for some other reason are uncomfortable raising it with him/her, you should raise it with the Managing Partner of your office.
We recognize that not everyone is comfortable presenting a grievance to his or her employer, but we encourage our employees to take advantage of our complaint resolution procedure and we are committed to preventing any retaliation against the persons who do so. Taking the time to ask and answer questions and to state and resolve work place concerns makes an important contribution to the overall performance and growth of our organization.
Our Firm adheres to strict reporting procedures and guidelines which encourage all employees to report any perceived incident of misconduct, discrimination, harassment, or retaliation, regardless of the offender’s identity or position. Anyone who believes that he, she or another employee is a recipient of such conduct by any manager, employee, vendor, or client of the Firm should do the following:
We promptly investigate concerns or complaints. We prohibit retaliation for reporting such concerns or for cooperating with any investigation, and we take reasonable steps to ensure that the complaining party does not suffer reprisals or retaliation. The investigation will be conducted as discretely as possible, consistent with the need to investigate. Employees are required to participate and comply with investigation procedures when requested.
|Please describe specifically your firm's policies surrounding non-disclosure agreements as they apply to summer associates, associates, and/or other non-partner lawyers
In the course of performing your job, you may be exposed to confidential Firm information. Confidential information includes, but is not limited to, information about the Firm’s clients, pricing, forms, marketing and business strategies, finances, personnel, and any other information that is not readily accessible to the public. Confidential information must not be used, discussed, or disclosed to anyone outside the Firm and should be disclosed within the Firm only when necessary.
All employees are required to sign a Client Confidentiality/Insider Trading Policy Agreement on their date of hire. Continued employment with the Firm is contingent on the agreement being signed.
|Please describe specifically your firm's policies surrounding mandatory arbitration agreements as they apply to summer associates, associates, and/or other non-partner lawyers
|Please describe any well-being initiatives or programs at your firm
Marten takes great measures to ensure a productive as well as positive work environment for all its employees. We have merged our well-being and outreach programs to create a fundraising campaign which encourages our team members to stay active and healthy while support a charitable cause. Marten Law-La-La Charity Giving Event, an annual campaign in which all members of our firm compete to earn fitness points. For our 2021 event, the firm donated a total of $20,000 to a variety of initiatives and organizations based on team placement and selections including Plymouth Housing, La Colaborativa, the Snow Leopard Trust, the Duwamish River Cleanup Coalition, Partners in Health, Rainier Scholars, and the Mockingbird Society.
Additionally, Paid Time Off (PTO) is intended to provide you with time away from work, without loss of pay or benefits, for relaxation, recreation, personal business, for your own illness or injury, diagnosis, treatment, and preventive care; for the health needs of your child, spouse, domestic partner, parent, parent-in-law, or grandparent; to deal with the consequences of domestic abuse, sexual assault, or stalking; and if a place of business or a child’s school or place of care is closed for a public health emergency (please note, this does not include school or business closures for “snow days”). With this in mind, we provide PTO accrual for all employees. PTO should be scheduled as early as possible in advance with your supervisor to ensure approval. Once approved, you must inform the front desk to add your PTO on the firm calendar in Sharepoint. All attorneys must notify their managing partner of time off in advance and record it as non-billable time in the firm’s timekeeping software.
|Does your organization have a formal alumni program?
|Does your organization have a dedicated alumni relations staff?
|What benefits are available to your organization's attorney alumni? (check all that apply)
|CLE/Professional development training|Community service activities|Diversity & Inclusion programs/events|Industry/practice area focused programs|Mentoring program|Networking/social events|Pro-bono matters|Professional memberships
|Comments on Alumni Relations and Programs